6 New Recruiting and Hiring Trends for the New Decade

It’s a new year and a new decade.  What can we expect regarding hiring and recruiting trends for this new decade?  The U.S. unemployment rate is down and the economy is rolling along at a nice clip.  Talented job seekers are in the driver’s seat and have the luxury of being selective and downright picky about their employment opportunities.  An expanding economy means more competition for each position with multiple applicants and potentially longer lengths of time from interview to the actual hire. Like Goldilocks searching for the right porridge, recruiters search for the employee that is “just right.”

Here is a list of 6 trends for this new decade.

1. Technology

Technology will remain a huge player in 2020 connecting recruiters and candidates.  Today, anyone with a computer can apply for a job whether qualified or not. Due to this fact, companies will be utilizing more personality, writing or functional skills tests in order to save time finding the perfect employee while weeding out those who shouldn’t have applied in the first place.   Multiple on-line interactions and several rounds of video interviews will occur before advancing to the face to face interview. An additional advantage of these recruitment methods is cost savings to the company related to commuting and time.

Social media plays a part in recruiting and hiring as exhibited by LinkedIn’s huge presence in assisting its members.  Social media is how the world speaks so other platforms like Twitter and Instagram are stepping up as organizations begin to penetrate these platforms with employment opportunities, advertising and postings.  It makes sense for recruiters seeking the top talent in a younger population to utilize the medium that this demographic most easily communicates with. This move to social media may assist with inherent bias as social media platforms are blind, thus limiting personal characteristics and information.

Applicants must understand that even if not working in a field not typically considered “tech”, you must continue to renew and upgrade your technical skills.  A Career Builder survey reported that “69% of employers said every job is essentially a ‘tech job’ because some part of the responsibility is dependent on their ability to utilize various technologies.”  Organizations often offer opportunities for advanced technical learning and these opportunities should be greedily accepted. Any occasion for advanced education is a real blessing. You may need the new skill for your next job!  Remaining competitive in your field is imperative.

2. Non-Traditional Hiring

A college degree isn’t mandatory anymore.  Members of younger generations in the workforce have chosen not to pursue an expensive college degree.  Organizations are recognizing this difference and embracing what they believe the candidate’s potential at the company could be.  Possessing an inherent, authentic talent that can be honed, molded and encouraged is highly valuable and desirable to some employers. Raw talent is a commodity that employers crave and are willing to develop.

3. Company Culture

Company culture will be heightened in this new decade.  There are applicants who investigate an organization’s culture before accepting a position.  The Millennials and Gen Z’s ushered in a renewed value toward a work-life balance. This trend has created a dynamic where companies with a strong culture enjoy a greater hiring advantage as younger, top talent is more attracted to them.  A positive workplace culture has been proven to increase financial performance, employee happiness along with customer satisfaction.

4. Change of Focus

Now for the ground-breaking trend of this next decade.  In August 2019, The New York Times reported that the Business Roundtable, a distinguished group of CEO’s representing 200 leading companies such as Apple, Amazon, Pepsi and Walmart declared a first-time-ever colossal shift of priorities.  This trail blazing, doctrinal change included a statement on “the purpose of a corporation”, dramatically shifting focus from the sole interests of company shareholders to that of investing in their employees, protecting the environment, dealing ethically with suppliers, customers and the local community.

This about-face mission change could be the result of increasing discontent and barbs targeted at Corporate America regarding global displeasure over income inequality, poor working conditions and the use of harmful products. It appears global, political, cultural and social change buoyed by the lightning-fast feedback on social media has now had an impact on the monolithe of big business.  Within minutes, social media can now unify a group of people to action for a local protest or online rants. Consumers are insisting upon these changes and are not afraid to publicly complain by either protests or postings pushing Corporate America to “evolve or else” with societal interests. The biggest question with this massive change of focus is how and when will the changes occur?

5. Diversity and Inclusion

We’ve seen these words in recent years but expect to see them even more frequently this decade within the recruiting and hiring realm.  People use these words interchangeably but there are slight differences. Diversity refers to characteristics or maybe traits that make humans different and unique.  Inclusion references societal norms and behaviour practices that ensure people feel welcomed, fairly and equally treated as well as comfortable in the work environment.  In 2019 a Glassdoor survey noted, “64% of workers said their company is investing more in diversity and inclusion than in prior years.” This is such a large initiative, organizations now hire people specifically to manage departments of diversity and inclusion to ensure compliance.  Companies feel more employees will be more drawn to these companies for this effort.  

6. What is Old is New Again

In 2020 and well into this new decade, prepare to see hiring managers welcome a new group back into the labor force.  Bringing home the bacon yet again is the Baby Boomer, the fastest growing segment of the modern workforce. Boomers are healthy, vigorous and many who haven’t properly prepared and are in need of supplemental retirement income are choosing to stay in the workforce longer than expected or to return.  Recruiters, most of whom are decades younger than Boomers, will have to adapt and establish strategies to properly utilize the Boomer work ethic as well as their wisdom and experience to a company’s advantage.

With all the rampant talk of diversity and inclusion changes coming to enhance the workforce, it is sad that ageism is still alive and thriving throughout the business world.  It is a very sad fact that some organizations will deliberately push out older employees in order to save money. (Shhh, they don’t want anyone to know that they really do this.)   Ask any Boomer and they can attest to this disappointing truth. Meanwhile younger workers complain that they cannot progress if older people continue to work. This only creates an “us vs them” mentality in the workplace.  This theory has not been borne out. A study from Stanford’s Institute for Economic Policy Research showed, “no evidence that younger workers opportunities were diminished by older workers staying in the workforce longer.” Let’s hope recruiters and hiring managers can discover ways to end ageism and bridge the generations together to produce a wise, efficient, balanced and hospitable workplace.

The next decade will be filled with exciting trends and changes in the workplace.  We all desire to work in a productive, comfortable environment where we can increase our efficiency and hopefully our employment happiness. We spend a large portion of our lifetime at work.  Let’s make it a fulfilling experience! 

I offer a completely free 30 minute introductory job interview coaching session. Contact me today to prepare for your tomorrow!